HR services has emerged from the back office to play a significant role in supporting CEOs’ strategic imperative to optimize human resources. In its new role, HR services is no longer just about effective recruiting and career management, however, but about developing and supporting talent, ensuring it’s productive, and providing the framework and tools to create improved value-add for the business. In line with operational excellence guidelines, the modern HR solution leverages strengths and knowledge where these are needed and diverts activities to self-service or automation where that serves the purpose best.

Robotic Process Automation (RPA) is being used by many organizations as an innovative way to improve business performance and gain process efficiency. RPA is a technology solution that allows you to automate repetitive, rules-based processes through use of computer software. In our previous white paper, “RPA: Innovative Transformation Tool for Shared Services,” we describe how RPA is “a transformational tool that has the ability to lower operating costs while simultaneously increasing efficiency, scalability, consistency, reliability, security, and transparency.” These benefits make RPA an attractive addition to your process improvement toolbox and allow you to take your shared services organization to the next level.

Healthcare organizations are faced with numerous human resources-related challenges, including talent acquisition, retention, and employee engagement, that are currently heightened issues in their industry. They also must address an extensive list of guidelines by The Joint Commission to ensure safe, high-quality care and service, in addition to complying with an enormous number of regulations to verify staff qualifications, provide orientation and ongoing training, and ensure staff sensitivity to cultural diversity.

Scaling automation successfully to transition to tomorrow's digitally-enabled enterprise

According to a recent survey, nearly 9 out of 10 global business leaders recognize the critical importance of adopting intelligent automation as part of their enterprise strategy over the next five years. In truth, there is no need to prove or defend the trend toward digitization. Robotics in the workplace is a reality. That message is loud and clear.

There is, however, a need to drive awareness and understanding around how to transition to the digital workforce, which is still something of an enigma. Most organizations are currently in the process of designing their strategies around bot-driven automation and figuring out how to align these to a digitally-empowered future. In addition, most automations are still focused on fixing specific problems (tasks) rather than creating enterprise capacity [see chart] and are still predominantly ‘attended’, which implies a focus on specific processes rather than on building capability – more on that later.

The direction, however, is clear. The trend is towards seamlessly integrating technology solutions; driving transparency over enterprise data; leveraging cloud (i.e., flexibility) where possible; and shifting humans to more value-adding work – all enabled through intelligent process automation. To optimize these opportunities requires deploying the digital workforce at scale. To find out how, read on.

In this day and age, the Shared Services landscape is constantly evolving due to technological disruptions, merger & acquisitions, increasing expectations to provide more value to their customers.

This interactive report focuses on how HR can be transformed to be a key partner to the business:

• Showcase the current operating model of North American SSCs with HR Shared Services
  
• Outline the next generation HR service delivery model and the benefits it brings forth
• Benchmark your HR Services against your peer group